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We provide guidance using our market research and expertise to significantly improve your marketing, sales and product efforts. We offer a portfolio of advisory, research, thought leadership and digital education services to help optimize market strategy, planning and execution.
The workforce of today has been very clear with their needs, wants and expectations. They need to feel seen, valued, heard, included and empowered. They want to work in an organization that feels like a community and aligns with their personal value systems. Importantly, they expect access to technology and to be developed and supported as they navigate their careers.
Learning opportunities can dramatically impact workers’ overall experience, engagement and likelihood to stay. This doesn’t mean that just making training accessible will yield the full benefits. The learning experience is as much about the technology as it is about the organizational culture, emotional intelligence of management and support for ongoing reinforcement. If learning experiences lack quality, consistency or balance, you’ll find less positive movement in worker satisfaction, engagement and retention.
The workforce of today has signaled that a one-size-fits-all approach to learning falls short. Employees learn in different ways and at different speeds, and may require an array of learning modalities and depth of reinforcement. Workers also expect access to development across a wide range of topics and skills that may not be within the scope of the job they do today. We assert that by 2027, the need to manage an ever-increasing library of skills will cause one-third of enterprises evaluating a new learning management system or learning experience platform to make “skills management and mapping” a top vendor criterion.
Consider these insights regarding learning in the workplace:
Employee perspectives have shifted toward a more long-term view of career and life journey. Many employers have long-standing cultures rooted in learning, and many are evolving in that direction. In consideration of the workforce of today and tomorrow, learning experiences are critical for success because they:
In addition to benefitting the employee experience, learning opportunities provide insights to improve financial performance. With well-crafted learning experiences comes access to data, which can be maximized to understand the true health of business-like employee behavior, knowledge capital, skill gaps and performance trends. Value can be fully realized by correlating these insights with other key business metrics such as customer retention, customer satisfaction, product consumption and adoption rates.
While there are many factors in the equation for employee retention, it’s wise to be mindful of–and not underestimate–the power of learning experiences. Too often, enterprises miscalculate the value of investing in learning and spend twice as much time and effort chasing the wrong issues in support of increasing employee engagement, retention and satisfaction. When economic uncertainty or discourse arises, most organizations take a page from the same 30-year-old playbook, which leads to cutting back on investment in the learning and development function. In recent years, there’s been somewhat of an awakening, and many organizations are evolving to consider learning and development as a non-negotiable investment to power the business.
Enterprises constantly work to balance people and profits. Resist the temptation to undervalue the impact of learning experiences on the health of the business and safeguard the commitment to the development of the workforce. Always make time to garner feedback from your workforce regarding learning experiences and continue investing in creating meaningful interactions with your workforce through learning.
Regards,
Matthew Brown
Matthew leads the expertise in HCM software and guides HR and business leaders with over two decades of experience. His research covers the full range of HCM processes and software including employee experience, learning management, payroll management, talent management, total compensation management and workforce management.
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